1. Interpersonal Skills for Managers
– Psychology in Business
Class 8.
Karol Wolski

2. Feedback – how to..?
• Effective feedback is specific, not general. (Say,
"The report you turned in yesterday was well-
written, understandable, and made your
points about the budget very effectively."
Don't say, "good report.")

3. Feedback – how to..?
• Effective feedback always focuses on a specific
behavior, not on a person or their intentions.

4. Feedback – how to..?
• The best feedback is sincerely and honestly
provided to help. Trust me, people will know if
they are receiving it for any other reason.

5. Feedback – how to..?
• Successful feedback describes actions or
behavior that the individual can do something
about.

6. Feedback – how to..?
• Whenever possible, feedback that is
requested is more powerful. Ask permission to
provide feedback. Say, "I'd like to give you
some feedback about the presentation, is that
okay with you?"

7. Feedback – how to..?
• Effective feedback is well timed. Whether the
feedback is positive or constructive provide
the information as closely tied to the event as
possible.

8. Feedback – how to..?
• Effective feedback involves what or how
something was done, not why. Asking why is
asking people about their motivation and that
provokes defensiveness.

9. Feedback – how to..?
• Check to make sure the other person
understood what you communicated by using
a feedback loop, such as asking a question or
observing changed behavior.

10. Feedback – how to..?
• Effective feedback is as consistent as possible.
If the actions are great today, they're great
tomorrow. If the policy violation merits
discipline, it should always merit discipline.

11. Feedback – how to..? - Tips
1. Feedback is communication to a person or a team of people
regarding the effect their behavior is having on another person,
the organization, the customer, or the team.
2. Positive feedback involves telling someone about good
performance. Make this feedback timely, specific, and frequent.
3. Constructive feedback alerts an individual to an area in which his
performance could improve. Constructive feedback is not
criticism; it is descriptive and should always be directed to the
action, not the person.
4. The main purpose of constructive feedback is to help people
understand where they stand in relation to expected and/or
productive job behavior.
5. Recognition for effective performance is a powerful motivator.
Most people want to obtain more recognition, so recognition
fosters more of the appreciated actions.